The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations

1. Steps of Implementation

2. 1.Introduction
2.Steps for
Implementation
3.Applications
4.Case Study
5.Conclusion

3.  Human Resource Information
System (HRIS) is a systematic
way of storing data and
information for each individual
employee to aid planning,
decision making, and
submitting of returns and
reports to the external agencies.

4.  HRIS can be briefly defined as
integrated systems used to
gather, store and analyze
information regarding an
organization’s human resources

5. STEPS FOR IMPLEMENTING
HRIS

6. 1. INCEPTION OF IDEA
2. FEASIBILITY STUDY
3. SELECTING A PROJECT TEAM
4. DEFINING THE REQUIREMENT
5. VENDOR ANALYSIS
6. PACKAGE CONTRACT
NEGOTIATION
7. TRAINING
8. TAILORING SYSTEM
9. COLLECTING DATA
10. TESTING THE SYSTEM
11. STARTING UP
12. RUNNING IN PARALLEL
13. MAINTENANCE
14. EVALUATION

7.  The first step of HRIS
implementation is the
inception of the idea. The need
of the organization to have
HRIS software must be
realized and agreed by the top
management. It is an
investment and management
needs to keep it in mind.

8. As this is an investment the feasibility
of HRIS must be assessed. It covers the
following areas
• Scope of the software
• Future benefits after implementation
• Potential software developers
assessment
• Cost estimate
• Value addition to business
• ROI calculation
A proper feasibility study will help the
management to make the decision
based on facts and figures.

9.  Ensuring budgeted cost,
specific timeline.
 Successful implementation
largely depends on capability
and effort of project team.
 Involvement of senior
managers is important.

10.  Scope needs to be defined. Not
detailed requirement specification, at
least the processes.
 Some organization may want to
develop the payroll module while
others may want other modules to be
developed.
 Depends on the affordability and
plan.
 An essential step before
communicating with the
vendor/software developers.

11.  Selecting the right software developer.
 The capability, track record and
goodwill of the developers. The
requirement of the organization must
be shared with the developers.
 They will come up with their offer that
includes cost and specific timeline for
project completion.

12. • After getting final order from
the vendor, proposals are
made
• Signing of contract
• Development starts

13.  Begins ASAP after signing the
contract
 Training to use HRIS
 Submit and retrieval of data

14.  Design of software
 Submitted to company

15. • Primary Data collection
• Secondary Data Collection
• Data Validation

16.  User Application Test
 Understanding the Gaps
 If complies, implemented otherwise sent back to developer

17.  Installation in Computers
 Configuration of system

18.  It is a safe stand to run the
existing process whether it is
manual or software and the
new software run in parallel
 In case of any malfunction of
the new software the process
will not get hampered
 At least one full cycle of the
process needs to be run in
parallel to avoid any
technical problems

19. After the software has been installed
regular maintenance and performance
monitoring is essential
 For effectiveness annual maintenance
contract can be signed with the software
development company

20. After running the software for a certain
period of time the performance
evaluation shall be done
As to know, What value the software has
added since its inception needs to be
evaluated

21. People administration Salary Compensation and
benefit
Leave and absence

22. Performance evaluation Recruitment Personal self service
Training & development

23. • Over 300,000 employees across 220
countries
“Our employees applied for leave by filling forms that were
then sent to Malaysia payroll office for approval, such vague
and lengthy process totally frustrated HR and payroll staff.
It also incurred lots of leave liabilities. Leave records could
not be traced without an online leave application.”
Jitin Patel,
the Remuneration Consultant in DHL Supply Chain division.

24.  2008 -Employee Connect – HRIS
 By knowing employee’s schedules, it enables better resources allocation and
most importantly, minimizes the leave liabilities. The payroll bureau can also
login to check the employees’ leave records.
“EmployeeConnect provides a flexible system with very
professional services. DHL Supply Chain is very happy with
EmployeeConnect hosted HR services over the last 2 years.
EmployeeConnect hosted HR services is best fitting different
organization structures; it is a simple and user friendly system
which enables DHL Supply Chain to start even with minimal
training. I will not hesitate to recommend EmployeeConnect
as a trustworthy hosting service provider.” remarked by Jitin.

25.  Effective people management and to get a competitive edge in the corporate world
.
 Commitment of top management
 The communication between individual and line manager became faster.
 The HR services became self service rather than paper based transaction that
resulted in more efficient HR department.